Kimberly Bryant Quotes

CEOs need to say, 'We're going to make sure this is a great environment for all types of people.' I was a beneficiary of that. I got support from the leaders of Google - all men.

The result of the collaborative culture is that corporations or government institutions focus intensely on internal culture and pour their energy into achieving minuscule policy changes relating to workplace efficiency, gender or race.

Everyone in the semiconductor industry, everyone in the technology industry, would benefit from more diversity in the business.

A lot of companies make diversity a part of the performance goals against which an executive gets paid. Just as you have to make a certain sales number, you have to make a diversity number to get your bonus.

I want companies who get federal contracts to hire more women and minorities from the local area.

The Australian way of affirmative action is setting goals and recognising discrimination and lack of opportunity and deciding to take action and setting some goals and targets. I guess I prefer that language to talking about quotas.

I can represent my culture while helping not only the Chinese-American community, but also the community at large.

As somebody who has been an executive producer on a television series, I can tell you that increasing director diversity is as simple as hiring more women and more people of color.

In the early IBM team, that was a racially diverse team, a gender-diverse team.

The business world needs the best talent from both genders to compete in an ever-changing environment and drive innovation.

If you look at your companies, and half of your staff are not female, and a decent percentage of them are not people of color, then you are part of the problem because you need people working for you and you need people in positions of leadership who can exercise their bias and who can exercise their perspective.

Accenture has long been a champion of inclusion and diversity and, specifically, gender balance at every level of our organization, including our board of directors.

One of the management imperatives in the '90s is managing diversity. Whatever the organization, when the constituents of that organization look at the board and management staff, they need to find themselves.

I want my children to attend inclusive schools where diversity is respected and acknowledged as a sign of strength.

I think that if companies build for diversity from the beginning from the ground up, that's definitely the ideal state for how to build diversity into your company.

We believe that if you want to have diverse leaders 10 years down the road, we've got to make sure they're getting the right assignments, the right client experiences today.

With the full power of our 360,000 people, we said to the external world, 'This is what we believe at Accenture is the right thing to do, and gender equality is among the business principles which are fundamental for a company, and we want this to be known outside.'

I'm not sure how to say this without making it sound corny, but I honestly feel this is the way to run a business. Our work force needs to mirror these communities, and we've got to get aggressive in recruiting and promoting minorities.

We decided a number of years ago we could do a better job at diversity. It was going to be one of the growth areas available to us. There are a variety of initiatives to create more awareness with African-Americans and Hispanics and anyone else.

I think it's not up to Congress to dictate what the right amount of diversity is, but I think it's Congress' place to ask the question, to any industry, in talking about what's going on out there. Is there a lack of preparation of the community to be ready to be involved in that industry?

It is accurate that the Walt Disney Company and ESPN are committed to diversity and inclusion. These are long-standing values that drive fundamental fairness while providing us with the widest possible pool of talent to create the smartest and most creative staff. We do not view this as a political stance but as a human stance.

We want to see companies making a good faith effort and putting some tangible initiatives behind their pledge for diversity.

I want white men to look around in their office and say, 'Oh, look, there's a lot of white men here. Let's change this.'

As a patron of a youth education charity it is my duty to use my platform as a voice for all, regardless of background.

No company can say our country is great because of our diversity. They can say it but has nothing to do with it, literally nothing to do with it, how diverse you are. "Well, it just means that we don't discriminate. It means that we value all people." Fine and dandy. But unless your company makes something or has a service and you have an atmosphere where people working for you can become the best they can be, it doesn't matter what your workforce looks like, dummkopf.